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Change Implementation Plan - Essay Example

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Change implementation plan Introduction This paper attempts to analyze the current situation in the unit in the wake of the management’s decision to implement the new shift plan. The nursing unit’s values and goals will be identified to understand goals and interests of the unit and the strategies needed to implement the plan…
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Change Implementation Plan
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"Change Implementation Plan"

Download file to see previous pages Objectives- To study the proposal of the new shift being enforced by the management, To understand the concerns and interests of the stakeholders in implementing the new plan, Identify and negotiate potential constraints and concerns in implementation of the plan and To help build effective strategies for sustenance of the shift plan while communicating regularly to the management, of the negotiation process and results. Goals, concerns and interests Goals- each of the three parties representing staff who view the change positively, staff who view the change negatively and the manager who represents the management of the unit need to agree positively on the outcomes and usefulness of the new shift plan as teamwork is seen to increase quality of care provided by nurses resulting in improved patient satisfaction (Kalisch et al, 2007). Concerns- the report of the trial implementation reveal that the decision to implement the new shifts is completely the management’s decision with no staff involvement or contribution to the plan. Also, the trade union has not been consulted on the usefulness and implementation of the plan. There are two affinities within the staff, those who view the change positively and those who view the change negatively. ...
There is a need to evaluate the negotiation process from the viewpoint of these representatives too. Choice of conflict management style (dominating, obliging, avoiding, compromising, and integrating) is also important as it varies from individual to individual (Mary, 2012). Interests- while the management may be committed to cost cutting and improving efficiency in implementing the new plan, a section of the employees and may be their representatives too may be concerned that the decision making did not involve all stakeholders of the unit. As Barrett (2012) has stressed on a values-driven corporate culture for organizations to be successful and this applies to the medical unit as values that the management holds for the unit need to be communicated to the employees while it attempts to increasingly adapt its interests and values in accordance to the interests of all the stakeholders of the unit. Potential constraints Posner (2012) notes that information flows in an organization when individual employees are empowered as the authority and power of individuals collectively can foster a better environment where facts, truth, insights, knowledge and possibilities evolve. This is the corporate culture that Barrett (2012) discusses while referring to vision-guided employee fulfillment. As the unit in the present situations seemly lacks a focus on building a quality environment taking into consideration the contribution of individual employees to the unit’s vision, there is a possibility that the implementation of the plan may affect the staff morale in turn affecting the performance in due course. Strategies for negotiation and rationale An integrating approach to conflict management by the ...Download file to see next pagesRead More
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